Management Training

Management training isn’t just for newbies and novices – managers and supervisors of all levels and all ages need actionable management practices to bring to their department, division or company. Learn how to be the best boss you can be by expanding your management skills, managing change effectively and bring strong leadership into your everyday management practices.

One important way to judge your success as a manger is by the success of your employees. An effective manager isn’t just a boss who can extract the most productivity from his people, but the one who produces great future managers. How can you be sure that under your leadership managers will blossom?

Your software is sluggish; your gadgets are glitchy. Here are seven easy updates that will improve your technological life. For starters, get a smartphone—having instant access to your e-mail, calendars, address book, GPS and anything on the Internet will make your life easier.

A reader writes: “We have tasks assigned to us via e-mail, the phone, in-person, in passing, etc. I carry my notebook and keep it on my desk to jot down assignments and then transfer some tasks to Outlook, but I’m wondering if there is a better, more efficient way to keep track of everything. What are your secrets to staying organized and on top of all your assignments?”

Smaller organizations often have little or no budget to train their management teams. But no budget doesn’t have to mean no training. Here is a list of some of the best free online training for managers and HR professionals offered by colleges and reputable organizations ...

Time is finite. All the more reason to give special attention to managing time blocks on your schedule and the boss’s schedule. Here are two tactics, taken from two executives who use time management to boost their productivity:

Experts say many leaders are clueless about how they come across to employees. Five signs you may be one of them: 1. You send one-word e-mails. 2. You rarely talk face-to-face with employees. 3. Your employees are out sick. A lot. 4. Your team works overtime but still misses deadlines. 5. You yell.

Although we usually think of the ADA in terms of helping disabled people perform their jobs with or without accommodations, the law also has important workplace safety implications. Under the ADA, you must make sure your emergency evacuation plans take into account the needs of disabled employees. Some issues to consider:

The NCAA basketball tournament may be done, but the “Final Four Biggest Workplace Headaches for 2011” competition continues. Read up on four of the most vexing HR problems, and then cast your vote for the winner—the one that makes your work life miserable.

The next time you're ready to deliver a presentation, don't let nitty-gritty audio problems make you even more nervous before stepping up to the mike. You don't want to start the presentation with "Can you hear me now?" Set the stage to set off on the right note, by answering these questions:

If you think about it, the whole process of starting with learning the basics of any discipline and methodically working your way up to some level of mastery makes sense for undertakings far beyond Boy Scout merit badges. It led me to consider, “If there were a merit badge for organizational leadership, what would the requirements be?”

Question: “I decided to apply for a management job. I expected to receive the same salary as my friend, who has a similar position with another team. When I got the promotion, my new boss didn’t say how much my raise would be. It turns out that I not only make less than my friend, but I also work about 50% more hours. I want to transfer to a different department, but I am not sure how to go about it.”

No company can function without maintaining a variety of records. To control this massive proliferation of files, you must develop a records management system that you can refer to daily to decide what you must keep and what you can toss.

Maintaining personnel records used to be a whole lot simpler. In fact, any HR department that wanted to be absolutely safe on the subject simply issued a “keep everything” policy. But now, that same “keep everything” strategy can cost you as much as a lawsuit. Maybe even more.

These days, everyone is expected to do more with less, and many companies, government agencies and nonprofits have saved money by keeping design jobs in-house. To help you and your colleagues take on the task, MS Word trainer Lori Fields shares these 4 strategies:

In today’s fast-paced world of social ­media, here’s one new rule: Avoid any show of force that could be perceived as grossly disproportionate. People view the world’s big guys as ­being in a better position than its little guys, and that places the onus on you to behave reasonably and justly, even when defending yourself.

The challenges facing HR pros who specialize in talent, compensation and benefits are dramatically different today than they were just a year ago. At Deloitte Consulting, we call it “the talent paradox”—the apparent contradiction that occurs when unemployment is still relatively high, yet companies still are seeing significant shortages in critical talent areas.

Employers operate in an increasingly complex legal environment, made all the more difficult by the tough economy. Hiring has emerged as a particular trouble spot. You need to hire and maintain a skilled and productive workforce, but you must watch out for legal liability that can surface in the process.

Some employees with chronic health conditions mistakenly believe that getting approved for intermittent FMLA leave means they can take protected time off anytime they feel ill. That’s simply not true. Intermittent leave can only be taken for illness, treatment or flare-ups directly related to a condition for which a health care provider has certified intermittent leave.

Occasionally, your boss may ask you to do something that is against your better judgment. Admins must know how and when to push back on a boss. Scott Eblin, author of “The Next Level” blog, offers these suggestions:

With some employees, the problem isn't a matter of ability, it's a matter of attitude. This can manifest itself in everything from quiet disobedience to outright insubordination. How should you respond?

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